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I was given a 30 day, non contract renewal letter after no indication of performance concerns or professional concerns. I have worked back to back contracts for 2 years with no indication that the job or position was changing for the upcoming school year. What are my rights as an Ontario employee.

I was on parental leave for 35 weeks . I was asked when i am ready to return to work and i told them i was ready. They said they will arrange my training. Few days later they said i was terminated. I emailed my union the correspondence and they realised their mistake and i returned back to work. I am stressed by those events and possibly retribution

Was recently wrongfully dismissed as retaliation for threatening to report employer for intentional misclassification. What legal route would yield the greatest in reprisal damages, mentioning reprisal damages in a demand letter/negotiations for my severance, litigation in small claims court, or a reprisal report to the ministry of labour?

In Ontario, if you have been told your company (380 employees) is facing mass termination and are awaiting your official letter and severance, would you lose that severance if you accept a new role? What if the start date is at a later date (after the termination letter and severance acceptance).

I work for a city in BC, Canada. I submitted my resignation in late April for a new opportunity, due to the notice period my last day with the City is today. A recent email sent in late May from the City announced market adjustment and merit pay increase from April 1. However, the email had a disclaimer stating merit adjustments will not be paid to employees who concluded their active employment with the City before August 1. This doesn't seem fair to me, how do I defend my rights?